Report

Workplace racial inequity exists in America unless significant attention is paid to changing it. When racial equity, diversity and inclusion (EDI) are understood as mission-relevant to an organization, strategies for achieving these take precedence and permeate the culture. This toolkit condenses 15 years of the Annie E. Casey Foundation’s employee work “hard-wiring” EDI  as part of the cultural norm from management to staff to grantees to vendors.

September 1, 2009

In This Report, You’ll Learn

  1. 1

    How equity, diversity and inclusion (EDI) became mainstays at the Casey Foundation.

  2. 2

    Why this work is complex and how to keep the conversations alive.

  3. 3

    What it takes to create a “hard-wired” workplace culture infused with EDI language, competencies and values.

  4. 4

    How to use the 11 tools in this toolkit as a starting point for racial EDI change.

Key Takeaway

Confronting race on an organizational level is not an easy task, nor is it a linear progression.

Confronting race on an organizational level is not an easy task, nor is it a linear progression toward equity, diversity and inclusion. In the 21st century, the strength of an organization will be measured by how well equity, diversity and inclusion are embedded in its everyday way of doing business.

Findings & Stats

Statements & Quotations